Today succesful corporations recognise the importance of employees involvement and motivation and therefore apply one or other kind of remuneration and benefits system. The problem is that employees motivation is highly dependent on a lot of factors, such as individual employees characteristics, country‘s believes and attitudes, corporations policy and so on. Not to mention the time factor, which brings changes into settled norms and therefore modifies the motivation concepts. As a result of this, it is important to constantly explore and seek to understand the composition of the employees motivation in order to create an effective remuneration and benefits system. The research question is how remuneration and benefits affect employees motivation? Research aim is to analyze the impact of remuneration and benefits on employees motivation. Research objectives are: 1. To analyze the concepts of remuneration, benefits and employees motivation and come up with a linkage model of these concepts. 2. To investigate the importance and satisfaction of motivating factors for Lithuanian employees in advertising industry. 3. To explore the correlations between remuneration, benefits and employees motivation. 4. To explore the associations between motivators and employees behavior. 5. To check the relation of motivators with employees demographic characteristics. Empirical research methodology. Quantitative combined with qualitative approach is chosen in order to create a valid research... [to full text] / Šių laikų sėkmingos įmonės vis labiau pripažįsta darbuotojų įsitraukimo bei jų motyvacijos svarbą ir dažnai taiko įvairius atlygio ir papildomų naudų metodus. Darbuotojų motyvacijai įtaką turi tokie veiksniai kaip individualios darbuotojų savybės, tam tikros šalies kultūriniai ypatumai, įmonės vykdoma politika ir t.t. Labai svarbus yra ir laikas, kuris atneša permainų į jau nusistovėjusias tvarkas ir taip keičia motyvacijos sudėtį. Dėl minėtų priežasčių, nuolatinis darbuotojų motyvacijos analizavimas yra labai svarbus, ypač norint sukurti efektyvią atlygio ir papildomų naudų sistemą. Tyrimo problema yra kaip atlygis ir papildomos naudos įtakoja darbuotojų motyvaciją? Tyrimo tikslas yra išanalizuoti atlygio ir papildomų naudų poveikį darbuotojų motyvacijai. Tyrimo uždaviniai yra: 1. Išanalizuoti atlygio, papildomų naudų ir darbuotojų motyvacijos sąvokas bei pasiūlyti šių trijų koncepcijų bendrą modelį. 2. Ištirti Lietuvos darbuotojų, dirbančių reklamos srityje, pasitenkinimą motyvacine sistema. 3. Išnagrinėti sąryšius tarp atlygio, papildomų naudų ir darbuotojų motyvacijos. 4. Išnagrinėti ryšius tarp motyvacinių faktorių ir darbuotojų elgesio. 5. Patikrinti, ar yra ryšys tarp motyvacinių faktorių ir darbuotojų demografinių charakteristikų. Empirinio tyrimo metodas. Kiekybinis bei kokybinis tyrimo metodai buvo pasirinkti siekiant atlikti pagrįstą tyrimą ir išanalizuoti motyvacijos bei pasitenkinimo svarbą įvairiais motyvaciniais faktoriais, o taip pat siekiant nustatyti tų... [toliau žr. visą tekstą]

Globally competitive industries need to keep up with the rigorous technical innovations to ensure that they reach their targets in terms of customer satisfaction. In order to do this, businesses need to ensure that they have the correct skills and capabilities in order to meet their demands. Organisations encounter difficulties as they constantly need to replace lost skills, and once these skills have been replaced, they need to spend additional money to train and equip new employees adequately to perform the jobs that they are employed to do. These days, many companies find themselves in financial turmoil which emerges from large turnover rates. There has been a severe exodus of skilled employees in the utility industry. During the past twelve months, this industry has lost 1 479 critical skills. Scarce skills are expensive to retain and it is important that employee well-being take top priority to keep up with changing labour demographics. This upkeep relates to huge emphasis being placed on customer satisfaction. In order to keep customers happy, companies first need to keep their employees happy. Efforts made by the organisation to improve situational circumstances for its employees, will promote positive individual and organisational outcomes. Two dimensions contribute greatly to a positive employment relationship which is conducive towards promoting positive individual and organisational outcomes, namely a fulfilled psychological contract and fairness in allocating monetary rewards. Money should not be used as a Band-Aid; not everything can be remedied with money. However, money is important, although it is not the most important factor. Fulfilment of the different dimensions of the psychological contract, including, but not limited to opportunities for personal growth and career advancement, and a management-supportive work environment are vital towards establishing and maintaining a positive employment relationship. The aim of the study was to investigate the role of psychological contract breach, job satisfaction and turnover intention in the utility industry and to determine the outcomes thereof. A mixed method approach was used to gather data. In the qualitative study, managers and staff (N = 15) were interviewed and a thematic content analysis was performed. In the second phase of the study, the quantitative part, questionnaires were distributed to employees (N = 251) across all levels of the organisation. The measuring instruments used were the Psychological Contract Inventory, Job Satisfaction Scale and Turnover Intention Scale. The results of Article 1 (Chapter 2) showed that a total of 60% of participants made reference to the importance of money. Emphasis was also placed on other aspects, where 53% of participants made mention of leadership being an important driver of job satisfaction. Other themes also regarded as important toward curbing skills loss were the importance of personal excellence and the need for effective communication as drivers of job satisfaction. Article 2 (Chapter 3) found that a fulfilled balanced psychological contract displayed a strong, positive relationship with job satisfaction and that job satisfaction had a negative impact on turnover intention. These findings support the negative impact of psychological contract breach on job satisfaction and, in relation to this, job dissatisfaction positively impacted turnover intention. It was further found that psychological contract breach of the balanced contract had an indirect positive impact on turnover intent via job satisfaction. Recommendations for future studies were made. / MCom (Labour Relations Management), North-West University, Vaal Triangle Campus, 2014

On the basis of descriptive and prescriptive ethics and by means of literature study and exegesis of the Scriptures, this study poses an answer to the question: "How should factors that define labour compensation in South Africa since 1994 be judged according to theological ethics?" Since the subsistence farming of the seventeenth century in South Africa labour compensation has changed to a mainly capitalistic system with money as the most important compensation to labourers for services rendered. Since the seventeenth century a period of unfolding and development of careers has taken place mainly as a result of the influence of colonists from Europe. Gradual development taking place in the economic field has made subsequent factors in lieu of labour compensation more relevant for labourers. Various factors with regard to compensation of labour after 1994 - when the first fully-fledged democratic voting took place in South Africa - defines that it must be seen against the developmental background before 1994. In this study thirteen factors that have an influence on compensation since 1994, will be identified. Some factors tend to lean towards underpayment and others to overpayment. Interior factors relating to insufficient payment are unemployment, child labour, HIV/Aids and gambling. Foreign factors relative to insufficient payment are illegal immigration and cheap imports. Relevant to this, there are also factors resulting in higher remuneration of labourers. Labour laws with regard to affirmative action and minimum wages have a positive influence on payment for labourers. Illegal conduct of labourers gives rise to theft, robbery and corruption. Positive reactions are also in place with regard to remuneration of labourers. In view of this, over-pay, strikes and emigration play an important role. The factors that influence payment since 1994 are being judged according to the Scriptures, pertaining labour and remuneration. God created mankind serving as inhabitants and workers of the earth. He also decreed that mankind will live from the fruit of his labour. This decree forms the basis by which labourers receive remuneration for their efforts. Through fellowship man shows that he is sewing God and fellow-country men and does not labour only for his own advantage. The fall of man has far-reaching influences on mankind, his labours, place of labour and the consequent remuneration be receives for services rendered. One cannot fatalistically accept the influence of the fall of mankind. The recreation of mankind, started by Jesus Christ also affects the area of labour. This study demonstrates how remuneration for labour does not comply to Bible principles. Guidance will be given to how, especially believers, be they employers or employees, portray God's image through their conduct. Believers should execute their labours in such a way, that they are worthy of decent remuneration. Christian employers ought to be reasonable when paying employees, create and protect job opportunities and where possible, employ more labourers. Maximum opportunity should be granted by the ruling authority in order that as many people possible have the opportunity to labour without being exploited. / Thesis (Ph.D. (Ethics))--North-West University, Potchefstroom Campus, 2005.

Literature on the divorce of ownership from control has emphasised the declining proportion of shares owned by salaried managers who control large companies. Because these salaried managers have negligible proprietarial interest in the companies they manage, some writers have suggested that they will have different motives to owner-managers. In particular, managers' direct pecuniary interests may cause them to pursue company growth at the expense of profit, for managers' salaries tend to be related to the size of the companies which they manage rather than the profitability of those companies. These alternate motivations were incorporated in various managerial theories of the firm developed in the late 1960's which emphasised company growth as a key objective. An investigation of the shareholdings and salaries of the directors of major British companies confirms that the proportion of total shares held by company directors has fallen over the years, though it is argued that shareholdings are still large enough to allow directors to exercise effective control over their companies. In addition, while the proportion of total shares held by directors is small, these shareholdings are often large in absolute terms and constitute a significant source of directors' income, though the size of directors' shareholdings varies considerably between industries. Combined dividend income and capital appreciation of shareholdings match the remuneration which directors receive as salary income. It is argued that these profit-related income elements are sufficiently large to cause directors to attach priority to profitability goals. This proposition is explored through statistical analysis of the relationship between directors' remuneration and company performance. Regression results show that as the definition of directors' remuneration is broadened to include dividends and capital appreciation as well as salary, company size variables diminish in importance as determinants of remuneration and profitability variables predominate. Managers do have an incentive to pursue profitability.

Made available in DSpace on 2014-06-11T19:30:50Z (GMT). No. of bitstreams: 0 Previous issue date: 2010-04-08Bitstream added on 2014-06-13T18:40:58Z : No. of bitstreams: 1 manso_jcg_dr_ilha.pdf: 1797560 bytes, checksum: 27c1272d6d4916bb798bc0d05ed927c8 (MD5) / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES) / Fundação de Ensino Pesquisa e Extensão de Ilha Solteira (FEPISA) / Esta tese visa ao estudo da valorização de serviços ancilares de reserva, particularmente, a reserva utilizada na regulação de freqüência e que é fornecida pelos geradores hidrelétricos. O objetivo principal do trabalho é desenvolver propostas que indiquem os custos reais desses serviços. Na valorização desses custos, busca-se motivar as empresas geradoras para que assumam a responsabilidade pela prestação de tais serviços, assim como garantir uma remuneração apropriada. Essa valorização é realizada em função da disponibilidade e do uso da reserva, sob uma operação segura e econômica do sistema. Para alcançar o objetivo proposto, inicialmente se realiza uma revisão das características técnicas e dos métodos de valorização dos serviços de reserva em diferentes sistemas. Posteriormente, ilustram-se as características do setor elétrico brasileiro, com a finalidade de contextualizar a valorização no marco de regulação , comercialização e operação correspondentes. Seguidamente, apresentam-se duas propostas de valorização. A primeira considera o ponto de vista de um agente gerador, cujo objetivo é estabelecer o valor do serviço a partir dos custos incorridos no fornecimento. Esses custos incluem, principalmente, os custos pela disponibilidade e pelo uso do serviço. Dentro desses componentes de custo, destaca-se o custo por perdas de eficiência, o qual é calculado utilizando um algoritmo de despacho ótimo de unidades. Essa abordagem é aplicada no cálculo do custo da reserva na usina hidrelétrica de Ilha Solteira. Nesse cálculo são utilizados dados da Companhia Energética de São Paulo - CESP. A segunda proposta considera o ponto de vista do operador de rede, em um ambiente de mercado, no qual os agentes participantes podem ofertar pela disponibilidade da reserva. Para a atribuição dessa reserva utiliza-se um despacho ótimo hidrelétrico, que inclui rest / This work presents a reserve ancillary services pricing research. Particularly, the reserve that is used for frequency regulation and that is provided by hydroelectric generators. The development of pricing methodologies, that show real reserve delivery costs, is the main target of this project. Ancillary services pricing procures incentives to motivate agents to take responsibilities in the service supply and ensuring an appropriated remuneration. This pricing is based on the use and availability costs of reserve; under an economic and reliable system operation. In order to do that, firstly an overview of technical characteristics and pricing methods of the ancillary services in different systems is presented. Then, in order to fit this pricing methodology to the corresponding regulation, commercialization and operation rules, an introduction of the Brazilian electrical sector is realized. Next, two reserve ancillary services pricing methods are presented. The first one considers a hydraulic generator point of view. In this case, the aim is to set up the real value of the services by mean of a generator costs analysis. These costs include, basically, availability and use costs. Inside these cost components, efficiency costs are highlighted, and a single generator unit commitment dispatch is used to calculate them. This proposal is applied to calculate the ancillary service reserve costs in the Ilha Solteira hydroelectric generator, using data from the Companhia Energ´etica of S˜ao Paulo (CESP). The second pricing method considers the operator system point of view, under a market environment. In these circumstances, agents are free to set up a price offer for the availability of the reserve. To attribute the reserve, an optimal hydroelectric dispatch is used, considering electrical and hydraulic constraints. This methodology is tested in two systems. The first one represents a didactic three bus

The aim of the thesis is to evaluate importance of benefits in reward system in a selected company and to recommend steps that would lead to increased efficiency of their use. In the first part of this thesis there is a comprehensive look at the remuneration strategy, which consists of cash compensation and employee benefits. After definining the concept of benefits I concentrated on their structuring from different perspectives. The main part of the theoretical part is aimed to evaluate of different types of benefits. At the end of this section I describe current trends in the area of employee benefits. In the first section of the practical part of the thesis I mentioned a short characterization of the selected company. The practical part aims to analyze the provided benefits. Employee benefits system is divided into the following areas: vocational and language training, benefits and housing stabilization policy. I also evaluate importance of the current system of providing employee benefits in the selected company by conducting of satisfaction surveys. The conclusion focuses on the suggestion of possible improvements that would increase efficiency in the provision of benefits.

The main goal of this graduation theses named "The remuneration system of human resources in the company" is to evaluate the current system of remuneration and productivity of human sources in a company, that I chose and design a process that would lead to improvement in human resources achievments. In the practical part is charecterized the chosen company, in detail described its system of remuneration and structure of employees. On the basis of the observed data there are designed some changes to make the remuneration system more effective that would lead to improvement in human resources achievments.

The aim of the thesis was to analyse the current state of the assessment and remuneration system in the organization, which I have chosen and to suggest possible improvements that would increase the efficiency of the system. To achieve that aim, unstructured interviews and internal resources were used, and this has contributed to a unified view on the subject, based on which it was possible to propose given recommendations.

The aim of this master thesis was an analysis of motivation and the system of employee remuneration in a chosen organization, proposed amendments and recommendations for improving management in this area. This work has two main parts; the theoretical and the analytical one. In the theoretical part, a thorough research concerning information from the field of motivation and remuneration has been conducted. This information was essential for understanding the given matter and provided me with expert knowledge. The introduction of the analytical part is devoted to the analysis of the motivation system and the system of employee remuneration; the examined company is introduced in terms of its organizational structure, its situation in the field of HR management and its method of remuneration and motivation of its employees. This part was followed by a survey using a questionnaire which contained a total of 25 questions and each of them was subsequently provided with a graphical illustration of the results together with a verbal commentary. The survey questionnaire did not show any weak spots. The employees are sufficiently motivated and the system of remuneration is well established. The examined company realizes that in order to obtain its desired results it is necessary to have quality employees who are well motivated. There naturally is not a business in which all employees are completely satisfied with everything which the business offers. A certain employee dissatisfaction is not entirely undesirable; the business is given the option to constantly improve its running. Following proposals resulting from the survey questionnaire were formulated:holiday or recreational benefits, establishing a company kindergarten or one of its cheaper variants, regular employee evaluation, the method of employee evaluation and presenting the results and the possibility of an educational stay initiated by the company.

This diploma work is dealing and talking about remuneration system and evaluating the effectiveness of the company Galasport Ltd. (Galasport s.r.o.) for the time period from 2011 to 2015. All data and needed information were obtained from the profit and loss account of the company or material from an interview with employees and management. This work is divided into three sections. Theory, methodology and practice. The theoretical part describes the basic characteristics of human capital, payroll system, motivation and productivity. Data are obtained from the literature. The methodology describes all the necessary formulas for the next application in the practical part. It is the labor productivity, the average monthly wage, labor costs per employee or wage growth and productivity. The formula in labor productivity was calculated from four perspectives. Labor productivity is calculated as a proportion of total revenue or added value to the average number of employees or personnel costs. In practical part the high society is characterized, also is broken down in detail the structure of the employees remuneration system. Consequently they are applied to all formulas that were defined in the methodology. Using the formula of productivity, efficiency was observed in the company. In conclusion, the proposals are designed to maintain and improve the efficiency of employees.